Personal Values Paper

Personal Values Paper Tracy Godwin MGT/ 521 April 12, 2010 Charles Raney What people value the most may become apparent in everyday business and communications. As individuals and leaders we have a moral responsibility to those we influence on a daily basis. We must take into consideration how we interpret our own values and how those values impact others. According to Robbins and Judge (2007, p. 121), questioning our values may result in change. In addition, values are important because they lay the foundation for the motivation and attitudes of people can contribute to the achieving of an organization’s goals and objectives.

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We must be ethical in our leadership especially when employees are following our moves and motives. Managers are responsible for the well being of the employee, the customer, and the organization as a whole. We have to follow the same codes of conduct that we expect employees to follow. We have to be responsible and accountable for our actions. How well we manage an organization depends upon how well we know our roles and responsibilities. As a manager I would have a responsibility to set good examples for those that follow me.

We lead by example and therefore our employees are only as effective as their leaders. My personal values tend to lean toward the importance of respect and accountability in personal relationships as well as working relationships. If we corrupt our values we may lose the relationships we are trying to build in the work environment. We have to remember that trust is a huge part of organizational success and it starts with the leadership. Trust flows in both directions not just from the employee up to management. Employees will not follow an untrustworthy manager.

The necessity for managers to remain consistent when expressing attitudes, values, and desired behavior is very important (Kane-Urrabazo, C. , 2006). Setting the standard for others to follow starts at the top. For the most part, the integrity that people show is seen by others as a crucial part of that person’s character. I believe that my personal values mirror that of Kudler Fine foods. Kathy Kudler’s mission was to provide a place where customers could come to buy products that were of the highest quality. Kathy holds the customer in high esteem because she believes that people are important and they deserve the best.

On the other hand, Kathy has a strong sense of responsibility for her employees as well. Because of her commitment to her customers she needs the best employees for her three stores. Kathy is all about customer needs and satisfaction. Kathy does well because she is a big part of the everyday occurances at all three stores. Kathy treats her employees with respect therfore she gets respect in return. Because Kathy has earned employee respect she also gained employee trust. She allows the employees to be a part of a family environment that lends to the atmosphere of the store (Apollo Group, 2004).

When employees are made to feel like they are an important part of anything their performance will be better. Employees have an opportunity to become a part of a greater experience. I am much like kathy because I believe in the value of people and what they have to offer. I believe that everyone deserves a chance to excell in anything they do. As a manager for Kudlers I would not expect the employees to act any better than I do. The influence we have can be a very important tool to maximizing employee trust and morality.

As a manager it is my responsibility to make sure that morale codes and values of Kudler’s is upheld by the employee but at the same time not forcing my own ideas and values upon them. The decisions that are made should be made for the betterment of the organization. If the organization realizes opportunities then the employees will benefit as well. “Given that values shape an organisation’s ‘climate’ or ‘culture’, it is important that they be identified and managed in the best interests of the organisation and the people that it is there to serve”( Longstaff 2010).

It would be my duty as a manager for Kudler’s to make sure that everything that is expected of the employees be explained to them in a clear and unmistakeable manner. We can not force good behavior upon the employees; we can only hope that they have the good of the organization at heart. Everyone has ideas of what they might feel is good and right. Values affect everyone who is involved with an orgaqnization whether it is employees or customers. As a leader our values should be in accordance with the vision and mission of the organization we work for.

In addition, it is my duty as a manager to make sure that the entegrity of the organization I work for is upheld. Managing for Kudlers would be a great experience because employees are made to feel that they are an important part of the Kudler experience. With the Kudler experience comes the opportunity to grow with the organization because the employees and customers are an important part of Kudlers future growth. In conclusion, our values are a big part of who we are but does not define us as a whole. Managers have a responsibility to ensure that the values of the organization they work for is not marred by their own agendas and ideas.

Employees find it easier to follow leaders they can trust. Kane-Urrabazo, C. , (2006) states that employees take into account the ethical behavior of managers when establishing their trust in the organization. It is important for employees to know and understand what the organization stands for and what it wants to accomplish now and for the future. To ensure that Kudlers has the growth it needs to continue, managers have a responsibility to maintain a relationship with the employees and with the customers. In all fairness most employees follow the example of the manager.

As managers we must make sure that our personal values do not clash with the values of the organization. We all have different values but it is possible to view our values and prioritize them to coincide with those of the organization. Our minds have to be renewed in order to transform into a leader that can gain trust and respect of those we may influence. References Apollo Group. (2004). Kudler Fine Foods. Kane- Urrabazo, C. (2006). Longstaff, S. (2010). Applied ethics for managers. http://www. ethics. org. au/ethics-articles/applied-ethics-managers Robbins,


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